As an HR Consultant I read lots of studies and this week I’ve been reading another new one. This time it's all about use of appraisals. Apparently, 20% of new joiners fail to get an appraisal after their first year. I have to say I wasn’t particularly surprised by this statistic. Even when I worked in large organisations where an established appraisal policy and system is usually in place, both managers and employees often seemed to be complaining about the annual process.
In this study, the detail showed that 43% of staff have to request an appraisal themselves and 27% have to wait more than six months for it to actually take place, so I can see that my experience isn’t unusual. So why is it that appraisals don’t take place? Unsurprisingly, more than a third of staff say that their managers are ‘too busy’ to offer formal feedback. But given that two thirds said they’d be happier and more comfortable in the job if they had an appraisal and 38% said they would welcome constructive criticism on areas they need to improve – what is it that managers are so worried about?
Neglecting employees at an important early stage of their careers because you are too busy can be countered with the argument that sitting down with your staff and giving them an appraisal is a great way to boost morale, particularly when you’re giving praise where it’s due. Worryingly, the study suggests that some employers believe their small size and more informal nature doesn’t require a structured appraisal process. Staff said the fact they worked in a ‘small environment’ (35 per cent) was a key reason why appraisals didn’t happen. 20% also blamed the ‘informal setting’ they worked in for ‘not creating the need for an annual appraisal’.
As an HR specialist you would expect me to say this; but it really does help Employees feel valued when you take the time to sit down with them and ask for their opinions on how they’re getting on, how the team is doing and if there’s any issues that they may have. An appraisal doesn’t have to last long but the time is worth investing because the Business will reap the rewards in the long run if appraisals are done properly.
So if you’re about to go through the annual appraisal cycle, as a manager or as an employee – make the most of it!
Neglecting employees at an important early stage of their careers because you are too busy can be countered with the argument that sitting down with your staff and giving them an appraisal is a great way to boost morale, particularly when you’re giving praise where it’s due. Worryingly, the study suggests that some employers believe their small size and more informal nature doesn’t require a structured appraisal process. Staff said the fact they worked in a ‘small environment’ (35 per cent) was a key reason why appraisals didn’t happen. 20% also blamed the ‘informal setting’ they worked in for ‘not creating the need for an annual appraisal’.
As an HR specialist you would expect me to say this; but it really does help Employees feel valued when you take the time to sit down with them and ask for their opinions on how they’re getting on, how the team is doing and if there’s any issues that they may have. An appraisal doesn’t have to last long but the time is worth investing because the Business will reap the rewards in the long run if appraisals are done properly.
So if you’re about to go through the annual appraisal cycle, as a manager or as an employee – make the most of it!